IMASTE Virtual Job Fairs – Case Study: Universidad de Sevilla

It is well known that Spain is in the midst of an unemployment crisis with almost a quarter of their population being without employment. This situation is piling the pressure on students and universities to find post-education jobs and is creating a headache for those organisations who do advertise jobs due to the volume of applications they receive.

As a result of this situation The Universidad de Sevilla were recently looking for alternative ways to stimulate graduate employment opportunities and turned to virtual events to achieve this objective. They collaborated with IMASTE and ran a virtual job fair from the 11th to the 12th of March 2015, hosted in a 3D recreation of their main building.

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The fair featured 37 businesses and 118 individual jobs. Since the pre-registration opened on February 26, the fair received 11,063 unique visitors who connected at least once to the fair, and were in the event for an average time of 11 minutes.2After the two days of the fair over 4,388 of the candidates registered their profiles and CV’s and this led to 2,800 registered applications for specific positions advertised at the stands.

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Trabajando en IMASTE

Diseño-3D

Trabajar en IMASTE, implica ser capaz de ser creativo, de aprender, y de reinventarte llegado el caso. Siempre hay oportunidades y si se es flexible al cambio, estas pueden hacerte crecer con la empresa.

Comenzar en un departamento, y acabar formando parte de otro, es algo que algunos de nosotros hemos vivido aquí en IMASTE y personalmente creo que es tremendamente positivo que las empresas sean dinámicas y permitan este tipo de cambios.

Mis comienzos fueron realizando 3D para las ferias Flex, en este departamento creábamos los entornos virtuales, los exteriores, stands, y los zeppelines o banderas en movimiento, así como las transiciones y la postproducción necesaria para visualizar correctamente las imágenes y la sensación de movimiento de la feria.

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Nueva incorporación en el departamento de ventas

¡BIENVENIDO!

Jeremie Carriere
Departamento de Marketing y VentasFecha de incorporación:
Abril de 2015

Jeremie se ha incorporado al departamento de marketing y ventas.

Se encarga del desarrollo comercial de los mercados francófonos y des las relaciones entre los clientes e IMASTE.

Cuéntanos un poco tu formación:
Tengo un diploma en estudios profesionales en dirección comercial en Francia. Después, continué mi carrera en una escuela de negocios francesa en el campus anglófono de Poitiers, donde obtuve un master en management. Durante mi carrera, obtuve una beca Erasmus de de seis meses en la Universitat de Barcelona, y he acabado con un doble master, un master en administración de gestión internacional en Canadá y el master de management de la escuela francesa.

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IMASTE Virtual Events – Connecting the Antipodes

It is difficult to efficiently connect organisations and candidates from opposite sides of the world in a way which is personable and practical. This is a problem for both sides as it is a stressful decision to move country, leaving behind what is stable and familiar. The less uncertainty prospective candidates have, the more confidence they will have that their decision is the right one and the opportunity is worth grabbing. It is therefore critical that as much information as is practical is provided to facilitate and support these decisions.

The statistics on the global mobility of students and labour are setting new records every year but there is still room for improvement as the current digital possibilities are not being fully utilised. The United Kingdom (1st) and France (4th) are some of the world’s biggest international education providers, attracting just under 20% of the worlds international students. The main reasons for this are the language and the reputation associated with those institutions but another reason  is that these nations have implemented virtual events as a part of their candidate attraction strategies.

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Algún día tenía que llegar

Imaste-responsive

Y llegó.

Estos últimos días no hemos parado de hablar de una noticia: A partir del 21 de abril Google dejará de indexar las páginas que no sean responsive. Pero, ¿qué es esto del diseño responsive que está tan de moda?

Con la irrupción de los nuevos tablets y smartphones, cada vez somos más los usuarios que solamente navegamos por Internet a través de ellos, en lugar de en el clásico ordenador, ya sea por comodidad o porque cada vez usamos más la red fuera de casa. El caso es que las web se están adaptando poco a poco a estos nuevos formatos, y ya podemos ver muchas webs con diseños responsive, es decir, diseños que van cambiando y se van adaptando a los distintos dispositivos, para que el usuario tenga una mejor experiencia.

Pues bien, Google (que ya sabemos todos que es quien manda) ha tomado la decisión de penalizar las webs que no se adapten a los diferentes formatos. En mi opinión es una decisión acertada, así nos obligamos todos los diseñadores a actualizar nuestras webs (esas que tenemos abandonadas desde hace meses o años) y ponerlos las pilas.

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Material Design o cómo Google convence a un “maquero”

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MATERIAL DESIGN Y YO

Desde hace un tiempo, estoy buscando un cliente de correo que me termine de gustar, por el momento he pasado por el nativo de Mac OS, Ink, Airmail, Mailbox y ahora Inbox. Y Parece que este último, ha terminado de convencerme (de momento) y ya lo uso en el móvil, en el iPad y en el ordenador (este último es el que menos me gusta porque no tiene App y tiene que ser mediante navegador).

Cuento mi “historia” con los clientes de correo, porque descubrir Inbox ha hecho que termine de convencerme de algo de lo que ya empezaba a sospechar, Google ha hecho muy bien los deberes con Material Design. Y que yo diga eso, un “maquero” de pro, es ya de por sí, una buena prueba de ello.

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Plugging the Brain Drain – how to slow the exodus of organisational talent

I recently discovered some alarming statistics about current employee retention performance:

  1. We know that there is a strong correlation between employee retention and corporate performance, YET 66% of turnover in the UK is voluntary and preventable!

  2. Research shows that the top 10% of companies fill 25% more of their jobs internally than the bottom 10% of companies, rewarding them with four times the amount of sales per employee. YET, 69% of departing employees in the UK said it was easier to find opportunities externally than internally!

  3. The majority of HR professionals (67% in UK) believe they are doing enough and their internal mobility programs are well known. YET only 24% of exiting employees in the UK said they were aware of their employer’s internal mobility programs! 

These are major problems as 91% of UK firms also believe it is the employee’s responsibility to pursue internal opportunities. This is very difficult to achieve if your employees are not aware of the internal opportunities they are supposed to be pursuing!

It is clear that achieving higher levels of employee awareness of internal mobility options is absolutely crucial to increasing a firms retention rates. This is especially crucial when 85% of the workforce are actively seeking or are open to new opportunities. A more direct approach is vital and IMASTE offers this solution through the provision of their virtual event platform – an innovative digital alternative with proven results.

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Imaste no para.

En Imaste somos conscientes de que no se puede vivir del pasado, y es por eso que nos gusta estar a la cabeza de la industria a la que pertenecemos. Estamos preparando nuevos proyectos y mejorando otros para no perder de vista este objetivo.

En todos los departamentos tenemos abiertos proyectos que, poco a poco, podremos ir enseñando (hay mucho trabajo por delante) y que estamos seguros que van a conseguir que la buena experiencia que ya proponemos en todos nuestros proyectos sea aún mejor.

Dentro de los proyectos que sí que podemos anunciar, y que pronto tendremos online, está la nueva web de Imaste y ¡luce así de bien!

imasteWebTeaser

Este proyecto entra dentro de la evolución que estamos dando a nuestra imagen corporativa.

¡Esperamos que os guste!

Are Virtual Events the Answer to the Graduate Recruitment Crisis?

A recent Guardian report shows that 47% of graduates in the UK are working in jobs for which a higher education background is not required, an increase of 8% since the GFC.i This is a microcosmic example of a seemingly unresolvable global graduate unemployment crisis. Utilising virtual event platforms may not resolve this crisis, but there are a few ways in which they can help.

The population in the UK was increasing between 1999 and 2012 by less than 1% on an annual basis, and yet as shown by the graph below, UK student numbers increased by an average of 3.9% p.a..ii This demonstrates that despite a graduate job crisis more and more people are enrolling for higher education. This trend is causing a crisis of an over-skilled labour market causing competition for graduate positions to be incredibly cut-throat, having an impact on employers and universities as well as the students themselves.

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10 Reasons to Implement Virtual Events in a University’s Admissions Strategy

One of the most important variables in any organisation’s success is the quality of its inputs. In the case of a university a vital input is the quality of the students it attracts. With approximately 3,300 higher education establishments in the European Unioni the competitiveness to attract the top talent is very high. Just like with any organisation, a creative marketing strategy is often needed to differentiate themselves and attract the talent needed to generate quality in their outputs of future graduates and research. Virtual Events are a valuable tool in attracting those talented prospective students as they:

  1. Enable university’s to run Virtual Open Days demonstrating some of the university’s features and advantages, providing prospective students with the information they need to apply.
  2. Are customisable, meaning that the 3D virtual environment can replicate reality, allowing students to explore the actual place they could be studying in the future.
  3. Are globally accessible. This attracts a more international audience – allowing for increased diversification within the applicant community and attraction of high quality candidates from other regions.
  4. Provide the opportunity through web-casting and virtual chat to connect students with current students, alumni and lecturers from anywhere in the world.
  5. Demonstrate digital connectivity and modernism of the university which is an important selection criteria for potential graduates in the digital age.

BC and CF

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